June 2018 Archives

Few people ever head to work in Baton Rouge anticipating being fired. Yet employees are dismissed all the time, sometimes for reasons that many may view as being unwarranted. Most take great pride in their work, and would never purposefully do anything that would tarnish their reputations or jeopardize their employment status. There may be cases, however, were one's misinterpreted actions might be viewed as a fireable offense. If one feels as though the contextual misrepresentation of what he or she did was never considered in his or her dismissal, then he or she may be justified in contesting it.

Advanced technology impacts the business world. Perhaps you work in an industry where intellectual property is a central component. Nowadays, it would be challenging to find a business that does not use technology. Since intellectual assets are key factors in many businesses, a prospective employer may have concerns about protecting certain information, systems, designs, etc., so competitors may not copy or use it to gain an upper-hand. During a job interview, your potential Louisiana employer may ask you to sign a non-compete clause or a non-disclosure agreement.

On behalf of Robert B. Landry III PLC posted in Employment Law on Friday, June 22, 2018.

People in Baton Rouge who work for a living likely feel a modest sense of security in their employment given that most assume that their employers cannot fire them for no reason whatsoever. That is often what makes one being fired all the more devastating. The term "fire-able offense" has made its way into the American vernacular, with most believing that as long as they avoid such actions, they will never have to lose their jobs. The at-will employment doctrine can dash that sense of security.

When Baton Rouge residents hear news of wrongful termination lawsuits, they may likely assume them to involve complaints surrounding an event (or series of events) in which an employee supposedly took a stand on a issue or refused to perform an action out of a matter of principle that ultimately was at odds with want his or her employer wanted. While such scenarios might account for a good number these types of cases, there are also those situations where procedural discrepancies might have contributed to one's firing. If one knew that he or she was in danger of losing his or her job, yet had been promised the opportunity to defend him or herself before action was taken, then it may be easy to understand why he or she would want to bring action against his or her employer.

With the disturbing number of sexual harassment cases surfacing over recent months, it is clear that a problem has persisted nationwide. Louisiana, like other states, has had to reassess the ways it addresses these instances of abuse. In a continued search for better methods of protecting victims, the state has seen a shift in its laws surrounding sexual harassment altogether.

Most in Baton Rouge likely feel a strong sense of loyalty towards their employers. That loyalty comes from these companies providing them with jobs that net the compensation and benefits needed to support themselves and their families. Thus, it may be easy to understand why one would be hesitant to come forward if and when he or she notices improprieties at the workplace. Not only may there be fear that blowing the whistle on corporate or professional wrongdoing could harm their companies, but people might also reasonably be concerned that doing so could invite retaliation from their employers.

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The law firm of Robert B. Landry III PLC, in Baton Rouge and New Orleans, works with clients throughout central and south Louisiana.